Position Overview:

The HR Business Partner (HRBP) is a strategic role within the HR department, responsible for aligning HR initiatives with the business goals of the manufacturing organization. The HRBP partners closely with leadership and department managers to provide tailored HR solutions that drive employee engagement, enhance performance, and foster a high-performing culture. This role plays a key part in influencing organizational change, workforce planning, leadership development, and the overall employee experience within the manufacturing environment.

Key Responsibilities:

1. Strategic HR Partnership:

• Serve as a strategic partner to leadership teams and key stakeholders to understand business objectives, workforce needs, and operational goals.
• Advise management on HR matters, including organizational design, succession planning, change management, and employee performance.
• Act as a trusted advisor to senior leaders on a variety of HR issues, providing solutions to improve business performance and employee satisfaction.

1. Talent Management & Workforce Planning:

• Collaborate with leadership to identify talent gaps, develop strategies for talent acquisition, and ensure workforce readiness for future growth.
• Lead the development and implementation of succession plans, ensuring a pipeline of qualified internal candidates for key positions.
• Provide guidance on employee development plans, promotions, and career pathing to support talent retention and career growth.

1. Employee Relations & Engagement:

• Proactively address and resolve employee relations issues by guiding managers through conflict resolution, performance management, and disciplinary actions.
• Conduct investigations into employee complaints, ensuring adherence to company policies and compliance with labor laws.
• Lead employee engagement initiatives, including surveys, feedback mechanisms, and action planning to improve retention and morale.

1. Performance Management:

• Partner with managers to establish clear performance expectations, conduct performance appraisals, and support performance improvement plans.
• Ensure a consistent and fair approach to managing employee performance and provide coaching on addressing performance issues.
• Champion a culture of continuous feedback and high-performance standards.

1. Learning & Development:

• Collaborate with the L&D team to design and deliver training programs focused on leadership development, team dynamics, and skills development tailored to the manufacturing environment.
• Assess training needs across departments and recommend development opportunities that support both individual and organizational growth.
• Identify and nurture high-potential employees, providing development opportunities to help them succeed in future leadership roles.

1. Compensation & Benefits:

• Provide input on compensation strategies, ensuring alignment with industry standards and company objectives.
• Work with leadership to design incentive programs that drive performance and align with organizational goals.
• Support employees in understanding their benefits packages and assist with any related questions or issues.

1. Change Management & Organizational Development:

• Support the business through periods of organizational change, including restructures, mergers, or process improvements.
• Lead or assist with change management initiatives to ensure smooth transitions and maintain employee morale.
• Help manage organizational culture, ensuring alignment with company values and goals.

1. Health & Safety:

• Collaborate with the safety team to ensure a safe and compliant work environment in line with OSHA regulations and other safety standards.
• Promote the well-being of employees by supporting wellness programs and initiatives that encourage work-life balance and reduce absenteeism.

1. HR Metrics & Reporting:

• Analyze HR data to identify trends and make data-driven recommendations on employee engagement, turnover, performance, and other key metrics.
• Prepare regular reports for senior leadership on HR initiatives, progress, and outcomes.
• Track the effectiveness of HR programs and processes, making recommendations for continuous improvement.

Qualifications:

• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field. Master’s degree or HR certification (e.g., SHRM-SCP, PHR) is a plus.
• Experience: 5+ years of experience in HR roles, with at least 2-3 years in a business partner or advisory capacity, preferably within the manufacturing industry.
• Skills:
• Strong business acumen with the ability to understand manufacturing operations and translate business needs into HR solutions.
• Exceptional interpersonal and communication skills, with the ability to influence and build relationships at all levels of the organization.
• Expertise in employee relations, performance management, talent management, and organizational development.
• Ability to work in a fast-paced, dynamic environment with a high degree of confidentiality and professionalism.
• Proficient in HRIS systems, data analytics, and Microsoft Office Suite.